Southern Railway Recruitment 2011 : Sweeper Porter, Helper, Trackman Jobs in India, Current Careers, Latest Vacancies, Openings / opportunities

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
SOUTHERN RAILWAY
RAILWAY RECRUITMENT CELL
SOUTHERN RAILWAY AND
INTEGRAL COACH FACTORY
Employment Notification No. 05 / 2010 dated 15.12.2010

Name of the Organization : SOUTHERN RAILWAY RAILWAY RECRUITMENT CELL

Company Address: :
Railway Recruitment Cell, Southern Railway,
No.5, 3 rd Floor, Dr. P.V.Cherian Crescent Road,
Egmore, Chennai – 600 008.

Name of the Post: :
1 Sweeper-cum-Porter Operating SR 241
2 Sweeper-cum-Porter Commercial SR 34
3 Helper Gr-II Electrical SR 126
4 Helper Gr-II Mechanical SR 379
5 Helper Gr-II S & T 49
6 Helper Gr-II Stores 25
7 Track Man Civil Engineering 1947
8 PWD (SRD) 286
9 Trackman / Mali / Helper Gr-II/ Vendor/ Peon/ Sanitary Cleaner 505

GRAND TOTAL 3592

Closing Date & Time for receipt of applications: 07.03.2011 at 18.00 hrs.

Age Limit : 18 – 33 year

Qualification and Experience :
Minimum 10 th Pass or ITI or equivalent at the time of applying.
Candidates having higher Educational Qualification can also apply.
The candidates are advised to ensure in their own interest to have adequate practice in running 1500/400 metres before coming for PET.

Pay scale : PAY BAND – 1 OF Rs. 5,200-20,200 WITH GRADE PAY OF Rs. 1,800/

Application fees :Rs. 40/- (Rupees forty only)
The fee shall be paid in the form of Crossed Demand Draft from any Nationalised Bank or Crossed Indian Postal Order from any Post Office drawn in favour of “The Assistant Personnel Officer/Recruitment, RRC, Chennai-600 008" and payable at Chennai

How to Apply :
Send filled application form and copies of certificate to
Application Format published along with this Employment Notification alone should be used.
Application complete in all respects along with all the enclosures in a cover superscribed as under: “APPLICATION FOR RECRUITMENT TO POSTS IN PAY BAND -1 WITH GRADE PAY OF ` 1800/- IN SOUTHERN RAILWAY & ICF” shall be sent by Ordinary Post, so as to reach at the following address on or before the date indicated in the Notification.
“The Assistant Personnel Officer / Recruitment,
Railway Recruitment Cell, Southern Railway,
No.5, 3 rd Floor, Dr. P.V.Cherian Crescent Road,
Egmore, Chennai – 600 008.”

Last Date of Application Receipt : 07-03-2011

Company Profile :
Railway Recruitment Cell, Southern Railway is situated in a serene, picturesque atmosphere at No.5, 3rd Floor, Dr.P.V.Cherian Crescent Road, Behind Ethiraj Women’s College, Egmore, Chennai- 600008.

Railway Recruitment Cell is headed by a Deputy Chief Personnel Officer/Recruitment, who is assisted by an Assistant Personnel Officer/Recruitment and 10 staff in Group ‘C’ and Group ‘D’.

__________________
Jobs, vacancies, careers, Latest recruitment 2011, requirement, placement, Current openings India, Upcoming opportunities : Kerala Tamil Nadu, Karnataka, Andhra Pradesh, Maharashtra, Punjab, Gujarat, West Bengal

For details visit official website of Indian Railways  

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Unemployment Rates Around The World

Virtually all of the world’s advanced economies have suffered some effects from the recession. Though unemployment is a problem all over the world, some countries have suffered a worse rate of unemployment than others. People who are under 16, are in the armed forces and people who are currently incarcerated are not considered unemployed because they are not considerate to be a part of the work force. In addition, people who don’t have jobs but who have not been looking for work within the last four weeks are not considered to be unemployed.

Canada and the United States have both experienced massive job losses during the recession. The United States now has an unemployment rate of 9.5 percent and Canada has an unemployment rate of 8.4 percent.

Europe has also been hard hit by the recession, with some countries faring better than others in terms of unemployment. In Austria, there is 4.5 percent unemployment. In Belgium, there is 7.4 percent unemployment. The unemployment rate of Cyprus is 3.8 percent. The Czech Republic has an unemployment rate of 7.9 percent. Denmark has a 2.9 percent unemployment rate. Finland has an 8.8 percent unemployment rate.

France has an 8.8 percent unemployment rate. Germany’s unemployment rate is 8.3 percent. Greece has a 9.1 percent unemployment rate. Iceland also has a 9.1 percent unemployment rate. Ireland has a high European employment rate with 11.8 percent. In Italy, the unemployment rate is 7.4 percent.

In Luxembourg, the unemployment rate is 6.1 percent. Unemployment in Malta is 6.4 percent. The Netherlands has a 4.4 unemployment rate. In Norway, the unemployment rate is 3.1 percent. Portugal’s unemployment rate is 8.9 percent. Unemployment in San Marino is 2.8 percent. Unemployment in Slovakia is 10.9 percent. In Slovenia, the unemployment rate is 8.8 percent. Spain has an extraordinarily high unemployment rate at 18.7 percent. Sweden has an unemployment rate of 8.9 percent. Switzerland maintains a low rate of unemployment at 3.5 percent. Israel has an unemployment rate of 7.6 percent.

Much of Asia has maintained a low unemployment rate despite the recession. Hong Kong’s rate of unemployment is 5.3 percent. In Japan, the unemployment rate is 5.2 percent. In Singapore, the unemployment rate is a low 3.2 percent. South Korea has an unemployment rate of 3.9 percent. The unemployment rate in Taiwan is 5.7 percent. The Australian unemployment rate is 5.7 percent. New Zealand has an unemployment rate of 5 percent.

 

MODELING AGENCIES IN INDIA

1st AIMJG-33A, IInd Floor, Khidki Extn.,
Malviya Nagar, New Delhi, India
Telephone: 011-29544392
website
ADMAN
Coimbatore, India
Telephone: 9842766285
FAX: 04222492103
website
AKIMBO MODELING AGENCY
S.C.O. 58-59,
Sector-34 A,
Chandigarh, India
Phone: 0172-6610158
website
ANIMA MODELS
C-12, Street No.13, Pkt-2, N.M.S., Delhi 110032
Modeling agency to promote fresh male, female, kids, middle aged, lingerie models. We also promote singers, entertainers, artist, photographers, fashion studios etc. 
website
AURAA CO-ORDINATION & PRODUCTIONS
B-92, U.G.F., Panchsheel Vihar, Sheikh Sarai - I,
New Delhi-110017, INDIA
One of the leading modelling agencies in India. Our headquarter is in New Delhi, India. We have been in this industry for almost a decade now working for the top brands with the best of the photographers, magazines and leading models.
website
DREEAM CAST
14,Eldams road,2nd floor, alwarpet,chenn, Chennai, India
Telephone: 91 9884082752
FAX: 91-44-52031789
website
ELITE MODEL MANAGEMENT INDIA PVT. LTD.
B-55, Greater Kailash-I, N Delhi, India, New delhi, India
Telephone: 51551111
website
GLAMOURHUNT COMMUNICATIONS
68-D, Oshiwara Industrial Centire,, Bombay, India
Telephone: 91-22-28785566
FAX: 91-22-28760294
website
GLOBAL MODELS
Globalmodels is a selective casting agency, representing and managing some of the best talents in the industry. Our success is due to our ability to place the most appropriate talent for all the requirements in a casting project.We understand the importance of having the right Talents in order to achieve the best desired outcome for a project.
website
KOLKATAMODELS.COM
134/3A BIDHAN SARANI, Kolkata, India
Telephone: + 91 9830165588
FAX:+ 91 33 22803344
website
MASALA ENTERTAINMENT PVT. LTD.
E 06 IKV, Near C 162, Okhla Phase-1,
New Delhi 110020, India
Telephone: +91 11 32328855
Masala Entertainment Private Limited is Modeling Agency and Artist/Celebrity Management Company based in New Delhi, India. Our artist management services are efficient, trustworthy, and honest and keep you totally informed about everything.
website
MODELS ARCADE
B-VI/1376, Modern Colony, Yamuna nagar, India
Telephone: 919812099141
website
MODELSGURU
C-108, Shivalik, Malviya Nagar
New Delhi-110017.
Ph.: 91-11-41041080 / 81 / 82
website
NEW INDIAN MODELS
201, Mayur Plaza,LSC-6,Mayur Vihar-I, Delhi, India
Telephone: 91-11-2271222
website
RG MODELS MANAGEMENT
J-1/31, Malviya Nagar , New Delhi , India
Mobile- 09871665904 , 09219553100
Phone- 09871665904 , 09219553100
RG Media, Films & Advertising Co. is Delhi & Mumbai Based India's Modeling Agency, Advertising Agency, Casting Agency, Production House, Modeling Portfolio & Fashion Photographers, Modeling-Acting School, Media-PR, Artists-Celebrity & Event Management
website
SMILES
1, Mallika, Makarand Soc Savarkar marg, Mumbai, India
Telephone: 912224458877
website
STAR MODEL MANAGEMENT,
4/17, Kalkaji Extension,
New Delhi–110019 INDIA
At Star Models, we have an experienced and dedicated team whose aim is to provide the highest quality representation for its models and outstanding service to its clients. We provide our services to them in a manner that gives them exactly what they are looking for, in the best and most professional manner.
We plan for a long term relation with the models, treating them well and grooming the best out of them, always taking their strengths and personal circumstances into account. This, we believe will maximise their potential, their job satisfaction and the opportunities available to them.
Likewise we build our client relationships for the long term, endeavouring consistently to have the best modeling talent with the most professional service available to them.

Modelling Tips For Teens

Watch this Video

What skills your child should need to get success ?

Everyone knows that our school system, in general, is not giving our kids the basic reading, writing, ‘rithmatic and science skills needed to be competitive in the high-tech workforce of the upcoming generation.your child isn't learning the crucial things he or she needs to learn in life.

Financial

• Saving. Spend less than you earn. It’s such a simple maxim, and yet very few young adults understand it or know how to follow it. Teach your child from a young age to put part of money he receives or earns in the bank. Teach him how to set a savings goal, and save for it, and then purchase whatever it is he was saving for.
• Budgeting. Many of us dread this task as adults, and suffer because of it, because we lack the understanding and skills necessary to make budgeting a breeze. Teach them simple budgeting skills, and what’s involved, and they won’t have problems as an adult. You could wait until teenage years to do something like this — but it’s a good thing because this shows them why basic math is necessary.
• Paying bills. Give them bills to pay and have them pay it on time, online or in the real world. Learn how to write a check, paper and online, and how to make sure that you’re never late with bills again — either pay them immediately or automatically.
• Investing. What is investing and why is it necessary? How do you do it and what are different ways of doing it? How do you research an investment? How does it compound over time? This is a good conversation to have with your teen.
• Frugality. This is something to teach them from an early age. How to shop around to get a good deal, to compare between products of different prices and quality, to make things last and not waste, to cook at home instead of eating out too much, to control impulse buying. When we go out and do a shopping spree, including before Christmas, we are teaching them just the opposite.
• Credit. This is a major problem for many adults. Teach them the responsible use for credit, and how to avoid it when it’s not necessary, and how to avoid getting into too much debt, and how to use a credit card responsibly.
• Retirement. Is it better to work hard and retire or to take mini-retirements throughout life? That’s a personal question, but your child should be aware of the options and the pros and cons of each, and how to do each. Why it’s important to start investing in retirement when you’re young, and how much of a difference that can make through compound interest. How to do it automatically.
• Charity. Why this is an important use of your money, and how to make it a regular habit. This should be not only a financial issue, but a social one. Show them how to volunteer their time and effort as well.

Thinking

• Critical thinking. One of the most important skills not taught in school. These days, we are taught to be robots, to listen to the teacher and not to question, to accept what we are told and not to think, to be good employees and to shut up. If you’re an employer, you might want your employees to be like this, and if you’re a politician, you might want your citizens to be like this. But is that how you want your child to be? An unquestioning, naive, ignorant citizen/employee/student? If so, carry on. If not, just start introducing the habit of questioning why? And the skill of find out the answer. And how to question authority — there is no one right answer. Conversation is a good way to accomplish this skill.
• Reading. Sure, we’re taught to read. But schools most often make this boring. Show your child the wonderful imaginative worlds there are out there. And show them how to find out about stuff in the world through the Internet, and how to evaluate what they read for credibility, logic, factualness.

Success

• Positive thinking. While critical thinking is an important skill, it’s also important to have a positive outlook on life. Sure, things may be screwed up, but they can be changed for the better. Find solutions instead of complaints. And most of all, learn to believe in yourself, and to block out negative self-thinking.
• Motivation. Learn that discipline isn’t the key to achieving a goal, but motivation. How to motivate yourself, different strategies, and how great it feels to achieve a goal. Start them with small, easily achievable goals, and let them develop this skill.
• Procrastination. It’s a problem we all deal with as adults (and even as kids). Now, I believe that there should be a time for goofing off, being lazy, and having fun. But when there’s something to do that we really need to do, how do we get ourselves to do it? Learn the reasons behind procrastination, and how to address them. How to beat procrastination.
• Passion. One of the most important ways to be successful is to find something you’re passionate about, and do that for a living. Your child won’t know the answer at a young age, but you should show her how to find her passion and how to pursue it, and why that’s important.

Social

• Anti-competition. As kids, we’re taught how to be competitive. In the adult world, that’s how we behave. And that results in back-stabbing, undercutting, feelings of resentment, and other life-affirming things like that. Instead, teach your child how there is room for many people to be successful, and how you’re more likely to be successful if you help others to be successful, and how they’ll help you in return. Learn that making friends and allies is better than making enemies, and how to do that. Learn cooperation and teamwork before competition.
• Compassion. Not taught in the schools at all. In fact, instead of teaching children how to empathize with others and try to ease their suffering, our schools often teach children to increase the suffering of others. Learn to put yourself in the shoes of others, to try to understand them, and to help them end their suffering.
• Love. Compassion’s twin brother, love differs only in that instead of wanting to ease the suffering of others, you want their happiness. Both are crucial.
• Listening. Are our children taught how to listen in school? Or how to talk at someone. Perhaps that’s why many adults don’t have this critical skill. Learn how to truly listen to someone, to understand what they’re saying, to empathize.
• Conversation. Goes hand-in-hand with listening, but the art of conversation is something that isn’t taught in school. In fact, kids are taught that conversation is bad in most cases. But in most cases, a conversation is what is needed, not a lecture. This is an extremely important social skill that should start in the home. Learn to converse with your child instead of talk at him.

Practical

• Auto. Why cars are needed (no, not to look cool), how to buy a practical car, how to take care of it. How the engine works, what might break down, and how it’s fixed. Should be taught to both boys and girls (that should be obvious, but I had to say it).
• Household. How to fix things around the house and keep things maintained. Plumbing, electricity, heating and cooling, painting, roofing, lawn, all that good stuff. The tools and skills necessary to do just the basic maintenance and repairs. And how to know when to call a professional.
• Cleaning. Too many adults grow up without knowing how to do laundry, to clean a house properly, to keep the house clean and uncluttered, to have a weekly and monthly cleaning routine. Teach your child all these things instead of just telling her what to do.
• Organization. How to keep paperwork organized, how to keep things in their place, to to keep a to-do list, how to set routines, how to focus on the important tasks.
  

Happiness

• Be present. For some reason, this extremely important skill is never taught to us when we’re kids. In truth, the younger we are, the more natural this skill is. As we get older, we start thinking about the future and the past, and the present seems to slip away from us. Some skills for living in the present would go a long way.
• Enjoy life. Kids don’t have much of a problem with this, but some awareness of its importance and how to do it, even as an adult, would be helpful. Set a good example of this, and your kids will follow.
• Find purpose. Whether this is a higher religious purpose, or the purpose of making your family happy, or the purpose of finding your calling, having a purpose in life is extremely important. Teach your children the importance of this and show how to do it yourself.
• Develop intimate relationships. The best way to teach this is to develop an intimate relationship with your child, and model it with your spouse or other significant other (within appropriateness). Teach them the skills for developing these types of relationships, talk about the importance of it, and how to get through the bumpy parts as well. There are bad times in every relationship, but with the right skills of communication, empathy and compromise, they can get through them.

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What Skills Will Your Child Need to Succeed?

We all want our children to be successful in life. We hope to one day see them in satisfying careers with the promise of growth. The thought of seeing our children in dead-end jobs saddens us. We wonder, though, if there's anything we can do to help ensure that they are successful.

In 1990, then Secretary of Labor Lynn Martin, wondered the same thing and formed the Secretary's Commission on Achieving Necessary Skills (SCANS). Martin asked the Commission, comprised of representatives from schools, government, unions, and corporate America, to examine the demands of the workplace and to determine whether American youth are capable of meeting those demands. After a year of talking to employers, supervisors, workers, and union officials, the Commission identified a set of competencies and foundation skills, known as SCANS skills, that everyone entering the workforce must have.








SCANS Skills

Following are the eight areas the Commission identified as being essential for both students who are going directly to work after high school and those who are going on to college. SCANS skills are made up of five competencies and three foundation skills. Competencies and foundation skills are intertwined -- They are used together and should be learned together.

The Five Competencies

• Resources
• 
  
• allocates time
• 
  
• allocates money
• 
  
• allocates material and facility resources
• 
  
• allocates human resources

Interpersonal

• participates as a member of a team
• 
  
• teaches others
• 
  
• serves clients/customers
• 
  
• exercises leadership
• 
  
• negotiates
• 
  
• works with cultural diversity

Information

• acquires and evaluates information
• 
  
• organizes and maintains information
• 
  
• interprets and communicates information
• 
  
• uses computers to process information.

Untold AdSense Facts

Untold AdSense Facts

The inspiring Google AdSense stories continue to pile up.

From the teenager of WhateverLife.com who earns enough

from Google to employ her own family members. To the

retiree and owner of NaturalHandyman.com whose earnings

totaled $120,000 in one year.

These stories and countless more have gotten the public

talking. Everyone wants to get in on their share of the Google AdSense pie.

After all, it doesn’t get much better than receiving a fat paycheck every month

when all you do is build a Web site or blog and slap a few ads on it right?

You’re right. It doesn’t get much better, but like every rags to riches story, there

are always truths that are ignored and overlooked.

First of all, let me say this. Google AdSense is one of the best solutions for any

blog or Web site owner who wants to earn a little extra cash. And yes, that extra

cash can turn into thousands of dollars over time! It has for so many people.

Here’s the downside. People are often so wowed by the earning potential, they

are led into a false sense of security when it comes to understanding how

much work is truly involved to make decent amounts of money.

Nothing In Life Is Completely Free

I’ll be the first to tell you that I am one of those fortunate people who was

able to say “bye bye” to Corporate America a while back thanks to Google

AdSense and other online affiliations with my Web sites.

I work from home, get up when I want and set my own hours. Life is

pretty good, and there’s nothing better than doing what you enjoy and

getting paid well to do it. I literally make money while I sleep.

That being said, I would never tell you making money online is easy. If I did, I

would be lying to you.

But...

Because I thoroughly enjoy what I do, the amount of hours I’ve put into this over

the years has never felt like work.

And the day it starts feeling that way, I’ll quit.

A Job Promotion! But Don't Ask For It

OK. You know you deserve a job promotion! You've earned it. So, now what do you do? A nice job promotion is one of those things almost everyone wants. But no one is bold enough to ask for it. If you're determined to get ahead and are willing to follow some simple steps, you can move the odds of a job promotion significantly in your favor. Here are 9 proven steps that can set you on the path to a good job promotion: 1. Under NO circumstances do you ever ask for a job promotion! 2. Get yourself a mentor. Someone a level or two above you that you feel comfortable with . . . with whom you can talk and get advice. 3. Determine the factors that go into promotions where you work? For example, does your boss select person she feels comfortable with -- that she hangs out with? Or does she base decisions solely on performance? You need to develop that skills that match up with your boss' expectations. 4. Let your boss know you have more to offer. For example during a performance review you can ask, "What more can I do for the organization." Or "What more can I do to make myself more valuable?" 5. Write down a list of your accomplishments. Be very precise and use quantifiable results. Then give the list to your boss for review in advance of your performance review. 6. Tell your boss you're looking for further training, e.g. a computer course or specialty seminar. Send an unspoken message that you're interested in moving up the ladder. 7. Get involved in civic or philanthropic activities supported by those at the top of your organization. 8. Show your initiative by recommending new ideas or projects. Send a message to your boss that you have something more of value to offer. 9. Look for ways to make a contribution by volunteering your extra time, e.g. after work hours. As I was reviewing these important steps, it occurred to me that many of these requirement apply to acquiring a new job in the first place. For example, when we're in the job market we put most of our emphasis on writing and distributing a good resume. In fact, an employer is much more interested in what you bring to the table going forward. He/she could care less what you used to for someone else. So, whether you're looking to advance yourself on the job--or trying to land and exciting new job--the emphasis is the same. You have to offer an employer solutions to his/her problems and show how you bring value to the organization.

Can Internal Coach or HR Pro Be Trusted With Your Secrets?

I guess the discussion made me a bit #sad because as a former Human Resources pro myself, I felt like I was effective as an internal “coach”. Whether working with an employee as part of their career development process or providing support to some making it through performance improvement plans, I worked hard to balance their need for confidentiality in the process with my responsibilities to the organization. I took pride in being someone that employees at all levels could talk to and one CEO even referred to me as his Consigliere – which considering some of the bullets I took for him, was kind of fitting.

But I do recall a conversation I had one day with an employee who was experiencing some issues at work. When I offered to listen and provide support, she said “Unfortunately, I can’t talk to you about this. It’s not that I don’t trust you personally. It’s the chair that you sit in. You have the authority to fire me. And I can’t risk that.”

After she left my office, I thought about what she’d said. I wanted to be offended. But I kinda understood where she was coming from. While it was frustrating that she wouldn’t allow me to try to help out just because of my position in the organization, I also knew that sometimes it was part of my role to be involved in making decisions about her career. So sharing a weakness or performance problem with someone who has that type of influence could be perceived as a risk.

Fast forward to today, where I work with clients as an external Executive Coach… The feedback I’ve received from clients is that one of the most helpful aspects of the coaching process is the opportunity to speak confidentially with someone outside of the organization who can listen, support, challenge and guide them. I’ve listened as senior level clients have shared with me a variety of potentially career damaging things – being afraid of making decisions, that they’re intimidated by a peer or they’re unhappy in their jobs. We’ve been able to work through and resolve those issues, but I’ve often wondered if it would be a challenge for me as an internal coach to have access to that same information.

HR often seems to get thrown under the bus in regards to confidentiality and credibility issues (if you’re the one causing that to happen, then please STOP), but I don’t agree that credibility/trust of internal coaches is an “HR” issue. I think it’s more about the perceived confidentiality that an external coach can provide – no matter how good an internal coach may be.

I think it’s hard for employees not to feel at risk when sharing information with people in a position to influence their careers.

What do you think? Can HR pros serve as effective coaches inside their organizations? Do external coaches have an advantage over internals?

The conversation at the conference has caused me to wonder if maybe the employee who was preoccupied with where I parked my derriere each day was on to something…

2011 Career Trends

The job market is not improving fast enough for most Americans. I have to agree with a recent New York Times op-ed  by Bob Herbert, which pointed out that, while many data experts are painting a somewhat rosy picture of the economy in 2011, prospects for the 15 million+ unemployed Americans are still very grim.

Citing a Rutgers study, Herbert provides this chilling assessment: "The recession has been a cataclysm that will have an enduring effect. It is hard to overstate the dire shape of the unemployed." I, for one, am committed to keeping this issue top-of-mind and working to find creative and effective solutions. As always, I will continue to share as many tips, tricks and tactics as I can to help more Americans get the jobs they want and need.

2. Fortunately, recent grad hiring is a bright spot. The good news if you're looking for an entry-level position is that the job market is improving at a faster rate for recent grads than most other demographics.  The National Association of Colleges and Employers' Job Outlook 2011  survey has shown that the job market for the Class of 2011 is off to a good start.

According to the organization, "Employers responding to the NACE Job Outlook 2011 Fall Preview survey reported plans to hire 13.5 percent more new bachelor's graduates from the Class of 2011 than they did from the Class of 2010. When asked to describe the overall job market for Class of 2011 bachelor's degree graduates, the largest group—almost half of employers— characterized it as ‘good.' In comparison, last year, the largest group saw the job market as just ‘fair.'"

This doesn't mean it will be easy for the Class of 2011, but we are definitely heading in the right direction when it comes to entry-level hiring.

3. Job categories are being forever changed. In the op-ed I mentioned above, Herbert also cites another New York Times article , which highlighted the fact that many of the jobs being added to the U.S. economy are not full-time positions with salary and benefits. Instead, "temporary workers accounted for 80 percent of the 50,000 jobs added by private sector employers in November." This is not a new trend. Temping, freelancing,"permalancing,"  adult interning, "free agenting,"  consulting and other forms of non-full-time, non-salaried positions have been on the rise for years and they will continue to grow in 2011.

While many people opt for this arrangement as a lifestyle choice, for many other people it is the only option they have. If you are a recent grad or any job seeker, you need to seriously consider launching or re-starting your career in one of these employment situations. Although they may not be ideal, for many professionals these gigs have turned into the only way to get a foot-in-the-door of the workforce.